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Changing and Succeeding Under Any Conditions S cceeding An Tammy Aagard University of Wyoming

Session Overview

Story time The Eight Step Process of Successful Change Building the Team ­ Using Strengths to Build and Manage the T h Team The Role of Thinking and Feeling in the Change Process Implications for Your Organization Safeguarding your Penguins Questions

The Fable of the Penguins th P i

Eight Step Process of Successful Change

Set the Stage

1. 2. 3. 4. 5. 6. 7. 8. Create a Sense of Urgency Pull together the Guiding Team Develop the Change Vision and Strategy Communicate for Understanding and Buy-in Empower Others to Act Produce Short-Term Wins Don't Let Up Create a New Culture

Decide What to Do Make it Happen

Make it Stick

Create a Sense of Urgency

Help others see the need for change and the importance of acting immediately

Gather and Present Your Facts

Pull Together a Guiding Team

Make sure there is a powerful group guiding the change ­ one with leadership skills, credibility, c ommunications ability, authority, a nalytical skills and a sense of urgency

Identifying the Penguin Team

What strengths does each member bring to the team?

The Head Penguin

Respect from the colony Decision-maker Delegator Enough experience to be wise Patience Not easily flustered Smart (but not intellectual heavyweight)

More Penguins


Practical Aggressive Makes things happen Doesn t Doesn't care about status and treats everyone the same Impossible to intimidate so don't even try Smart (but not intellectual heavyweight)


Younger Amazingly curious and creative Level-headed

Still More Penguins

The Professor

Logical Well read Fascinated by interesting questions Not the most social of birds


Not the slightest bit ambitious Well trusted and liked Relates well with the average bird

Managing to Strengths

Executing Alice Ali Professor Influencing Fred F d (No-No) Relationship Building Buddy B dd Alice Strategic Thinking Professor P f Head Penguin

Source: Rath, T., & Conchie, B. (2008) Strengths-Based Leadership. NY: Gallup Press.

Decide What to Do

Develop the Change Vision and Strategy

Clarify how the future will be different from the past and how you can make the future a reality

Make it Happen

Communicate for Understanding and Buy-in Make sure as many others as possible understand and accept the vision and the strategy

Don't Rely on Facts Alone Speak to the heart and dispel rumors

Make it Happen

Empower Others to Act Remove as many barriers as possible so ibl that those who want to make the vision a reality can do so

Enough with the talk, let's do something

Make it Happen

Produce ShortTerm Wins Create some visible, unam , biguous successes as soon as possible

Recognize the quiet heroes along with the visible ones

Make it Happen

Don't Let Up Press harder and faster after the first successes Be relentless with initiating change after change until the vision is a reality

Make it Stick

Create a New Culture Hold on to the new ways of behaving, behaving and make sure they succeed, until they become strong enough to replace old traditions

The Role of Thinking

Thinking differently can help change behavior and lead to better results

Collect data, analyze it Present information logically to change people's thinking Changed thinking, in turn, can change behavior

The Role of Feeling

Feeling differently can help change behavior MORE and lead to even better results

Create surprising, compelling, and if possible visual experiences The experiences change how people feel about the situation A change in feelings can lead to a significant change in behavior

Implications for Your Organization

Follow the 8 Steps

What is the most challenging for you? 1. Create a Sense of Urgency 2. Pull together the Guiding Team 3. Develop the Change Vision and Strategy 4. 4 Communicate for Understanding and Buy-in Buy in 5. Empower Others to Act 6. Produce Short-Term Wins 7. Don't Let Up 8. Create a New Culture

Dealing with No No's in your Organization

Don't forget to safeguard your penguins!


Kotter, J. & Rathgeber, H. (2005) Our Iceberg is Melting: Changing and Succeeding Under Any Conditions. NY: St. Martin's Press. Rath, T., & Conchie, B. (2008) StrengthsBased Leadership. NY: Gallup Press.


Our Iceberg is Melting

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